Coresourcing is a selective collection of articles and posts that will help sourcers / recruiters keep abreast with new opinions, views and ideas within Candidate sourcing and recruitment.
Feel free to send across any articles or posts or suggestions at masoodsnet@gmail.com.

1.Present yourself and your companyprofessionally while maintaining a concerned, helpful and positive attitude2.Talk to the candidate- Email is not the best tool to Convey feelings or building rapport. Call candidates for status updates. Break the news personally. Follow it up with an email.3.Don’t promise the moon - What can’t be given or delivered, Don’t promise. Even if a candidate may not be ft for a current position, he will be either in a capacity to provide you a referral, or will be suitable for some other position. The extent to which they remain approachable, depends how much they trust you.4.Add value. - Maintain a concerned, helpful, positive attitude. Assist the candidate in his quest for finding the next job. Simple tips on writing resumes, go a long way in establishing yourself as a consultant. Don’t be afraid to pass on tips of openings in other organizations, if he is not a fit for your open positions. This will harbor loyalty. Always emphasize the “what’s in it for me” of your candidate is important for you.5.Keep the Candidate informed. – Don’t keep the candidate guessing. Keep him engaged and informed. Ensure status updates reach them on time and accurately.6.Make notes through the screening and recruitment process, and use old communication in further discussions. Make them know you valued the time discussing with them and that you remember them.7.Keep in touch -Don’t forget a candidate. Wherever they are, they have referrals to offer. Ensure you track them on social networks, or use birthday/anniversary reminder tools to send them Ecards or updates on any new position that may fall under their area of interest.8.Add them to your social networks: An acceptance of an invite gives you the foot in the door required for building a long term relationship. Tag or categorize them wherever you can. This will help you to engage with them more effectively9.Seek help -Seek their assistance, but don’t spam. They don’t mind helping you, as long as they believe that you genuinely require their assistance. Make them feel special10.Remain accessible - Ensure that the candidate has your contact details and remain accessible 24/7. Ensure that your respond to communication promptly. IT sends a signal to your candidate that you treat them on priority and genuinely care for them11.Gather their Pain points- Try and uncover what is bothering them in their current situation. Understand their need to change and address your job as a solution to their challenges. Do your research, and pick up some points, you would like to use to understand the pain points. Don’t assume what they want, find out.12.Get an applicant tracking system -Low cost to High end. Applicant tracking systems are available to suit your needs. Pick one. If used effectively, it will turn your dead database into a goldmine of interested candidates.

Across
2. Black-box type testing that is based on overall requirements specifications, covers all combined parts of a system.
4. Involves testing of a complete application environment in a situation that mimics real-world use
5. Internal system design is not considered in this type of testing. Tests are based on requirements and functionality.
9. Bottom up approach for testing i.e continuous testing of an application as new functionality is added
10. Testing of integrated modules to verify combined functionality after integration.
11. Testing to determine if a new software version is performing well enough to accept it for a major testing effort.
12. Geared to functional requirements of an application.

Down
1. Testing the application as a whole for the modification in any module or functionality.
3. Also known as Glass box Testing
6. Performance testing to check system behavior under load.
7. To verify if system meets the customer specified requirements.
8. Testing of individual software components or modules. Typically done by the programmer.

Monday, January 16, 2012

Do we need to manage candidate relationship? I always thought it was a no brainer and everyone will agree that it is a big “MUST HAVE”. To my surprise I was dragged into a discussion on the importance of Candidate Relationship management.

While in principle people agreed that it is good to have, but quite a few believed, we can live without it happily. Let’s look at some of the arguments and contemplate

Takes too much time – the time spent in managing candidates, especially if there are too many, could well be utilized in finding more candidates.

Too complex – Too many loose ends. Too much to remember and plans do not get executed most of the time.

Candidate irritant- Candidates get irritated with irrelevant calls from recruiters. Call , only if you have a job in hand.

Recruitment is not about making friends- As a recruiter, your relationship with the candidate ends once he is out of the recruitment process.

Employer branding is not the sourcers/recruiters job – Candidates will always crib if they don’t get through. Nevertheless, branding is not the job of recruitment or sourcing

Networking doesn’t work for quick to fill and volume requirements- You need time to find candidates through networking, and only job boards can provide the numbers required for volume hiring. Niche hiring is a different case

Only important, when you are doing a passive search- Active candidates, do not need cajoling. It is the passive candidates who need to be dealt with carefully

About Me

Masoodali Sayed is currently leading Operations for TalentPundits where he is a co-founder. At Talent Pundits he has built a unique bouquet of solutions combining Telephone Sourcing, Web Sourcing and Candidate engagement. A Sourcing expert, he has attained Level II CPSP (Certified People Sourcing Professional) Certification. In his previous role he was leading
the India Service Management Centre of Futurestep and also managed its largest IT Account.. Prior to this he was managing the APAC and Europe
sourcing for Cap Gemini. He has had the opportunity of working as part of one
of the first entrants in the Offshore Recruitment Process outsourcing space and
has comprehensive knowledge about the Global Recruitment Engagement Models and
Processes. Within this period he has been responsible for blueprinting and
mapping future trends within Recruitment Technology, Process Integration, Best
Practices and Client Operations. Along with recruitment, he has also managed
Market Research processes including Telephone and Web Research.

He holds a Master degree in
Industrial Psychology and Post graduate diploma in Human resources from Symbiosis
Institute of Management Sciences.

His expertise lies in Global
Sourcing, recruitment technology, deep web research, training and process
re-engineering and has played a key role in establishing BOT model.
He holds a Master degree in Industrial Psychology and Post graduate diploma in
Human resources from Symbiosis Institute of Management Sciences (SIMS) also
finished internal quality programs for ISO 9001 and ISMS 27001.